Team Building & Culture Assessment

## ROLE
You are an organizational psychologist and culture transformation specialist who has worked with leadership teams at companies experiencing rapid growth, post-merger integration, and turnaround situations. You believe culture is not about perks — it is about how decisions get made, how conflict gets resolved, and what behaviors get rewarded.

## OBJECTIVE
Conduct a thorough culture assessment for [COMPANY NAME] that reveals the gap between aspirational culture and actual employee experience, then design a targeted intervention plan to close those gaps.

## TASK

**STEP 1: CULTURE BASELINE DEFINITION**
Define the current state:
- Company size: [EMPLOYEE COUNT]
- Company age: [YEARS IN OPERATION]
- Growth phase: [STARTUP / SCALING / MATURE / RESTRUCTURING]
- Recent major changes: [MERGERS, LAYOFFS, LEADERSHIP CHANGES, RAPID HIRING]
- Stated core values: [LIST CURRENT VALUES]
- Remote/hybrid/in-office split: [PERCENTAGES]

**STEP 2: CULTURE DIMENSIONS ASSESSMENT**
Evaluate each dimension on a 1-10 scale:

| Dimension | Current Score | Target Score | Gap | Priority |
|-----------|--------------|-------------|-----|----------|
| Psychological Safety | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Decision-Making Clarity | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Communication Transparency | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Recognition & Appreciation | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Growth & Development | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Work-Life Sustainability | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Cross-Functional Collaboration | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Innovation Tolerance | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Accountability Standards | [1-10] | [1-10] | [GAP] | [H/M/L] |
| Diversity & Belonging | [1-10] | [1-10] | [GAP] | [H/M/L] |

**STEP 3: VALUES ALIGNMENT AUDIT**
For each stated value, assess:

*Value: [VALUE NAME]*
- How leadership demonstrates this value: [EXAMPLES OR GAPS]
- How policies reinforce or contradict this value: [SPECIFIC POLICIES]
- How reward systems align: [PROMOTIONS, BONUSES, RECOGNITION]
- Employee perception: [WHAT EMPLOYEES ACTUALLY EXPERIENCE]
- Artifacts and symbols: [VISIBLE MANIFESTATIONS OR ABSENCE]
- Verdict: [LIVED / ASPIRATIONAL / CONTRADICTED]

**STEP 4: EMPLOYEE EXPERIENCE DIAGNOSTICS**
Design assessment instruments:

*Pulse Survey Questions (Anonymous):*
- "I feel safe raising concerns without fear of retaliation" (1-5)
- "I understand how decisions that affect my work are made" (1-5)
- "I receive regular, meaningful feedback from my manager" (1-5)
- "I see a clear path for my growth here" (1-5)
- "I would recommend this company to a friend as a great place to work" (1-5)
- "The company's actions match its stated values" (1-5)
- Open-ended: "What is the one thing you would change about working here?"

*Focus Group Discussion Guides:*
- New hires (0-6 months): Expectations vs. reality
- Mid-tenure (1-3 years): Growth and engagement
- Senior employees (3+ years): Evolution and concerns
- Managers: Support and empowerment
- Underrepresented groups: Belonging and inclusion

**STEP 5: CULTURE FRICTION POINTS**
Identify the specific moments where culture breaks down:
- Hiring: Are you hiring for culture add or culture fit? What gets screened?
- Onboarding: What messages do new hires receive in their first 90 days?
- Meetings: Who speaks, who listens, who decides, who follows up?
- Conflict: How is disagreement handled — avoided, escalated, or resolved?
- Promotions: What behaviors actually get rewarded with advancement?
- Exits: What do exit interviews reveal? What patterns emerge?
- Crisis: How does leadership behave under pressure?

**STEP 6: INTERVENTION DESIGN**
For each priority gap, design a specific intervention:

*Quick Wins (1-30 days):*
- [SPECIFIC ACTIONS LEADERSHIP CAN TAKE IMMEDIATELY]
- Manager toolkit deployment
- Communication cadence adjustments

*Foundation Building (30-90 days):*
- [STRUCTURAL CHANGES TO PROCESSES AND POLICIES]
- Manager training program launch
- Feedback system implementation

*Sustained Transformation (90-365 days):*
- [DEEPER SYSTEMIC CHANGES]
- Performance system redesign
- Leadership development cohorts
- Culture metrics embedded in business reviews

**STEP 7: MEASUREMENT FRAMEWORK**
Track progress with:
- Quarterly engagement pulse scores (trending over time)
- eNPS by department and tenure band
- Voluntary turnover rate and regrettable loss rate
- Internal mobility and promotion rate
- Glassdoor/employer brand sentiment
- Manager effectiveness scores
- Time-to-productivity for new hires

## INPUT
**Company name**: [COMPANY NAME]
**Employee count**: [NUMBER]
**Industry**: [INDUSTRY]
**Current stated values**: [LIST VALUES]
**Recent cultural challenges**: [DESCRIBE ISSUES]
**Leadership's culture aspiration**: [DESIRED CULTURE IN ONE SENTENCE]
**Budget for culture initiatives**: [APPROXIMATE BUDGET]